Top Tweets for #PerformanceConversations
All too often in business, things change quickly and priorities can shift dramatically so incorporating #performance into regular catch-ups presents an opportunity to consider whether objectives are still relevant and make adjustments #performanceconversations #HRtip #f2fhrmk
Incorporating performance discussions in regular catch-up meetings can be a positive step towards addressing things early and successfully #poorperformance #performanceconversations #HRtip #f2fhrmk
So often, discussions around performance only take place when things go wrong and this, in turn, often leads to managers procrastinating when it comes to having conversations with their employees about their performance #poorperformance #performanceconversations #HRtip
When exploring possible solutions in a #poorperformance discussion as a manager, it is important to also understand the role you might play so ask the employee if they need any support from you #performanceconversations #HRtip #f2fhrmk
Any health or personal issues raised in a #poorperformance discussion can be taken into account #performanceconversations #HRtip #f2fhrmk
In your #poorperformance discussions, open up the conversation to understand the reasons behind the unsatisfactory performance #performanceconversations #HRtip #f2fhrmk
It is always useful to help an employee understand the impact of their #poorperformance #f2fhrmk #performanceconversations #HRtip
When preparing for a #poorperformance discussion, be clear about what it is you want to say, examples you will use and set aside the time for an uninterrupted discussion #performanceconversations #HRtip #f2fhrmk
Performance concerns rarely go away by themselves, so raising it early can help avoid an escalation in #poorperformance and gives the employee the earliest opportunity to try and improve, with any identified support required #performanceconversations #HRtip
Preparation is key for #poorperformance discussions - has the employee got a job description, have they been set objectives and goals and have they been given any required training? #performanceconversations #HRtip #f2fhrmk
Recognise the need for privacy and never give negative #feedback in public no matter how well it is delivered #performanceconversations #motivationalfeedback #HRtip
Before considering the structure of a #poorperformance discussion, it is worth stating that #performanceconversations need to take place sooner rather than later, really once you become aware that performance levels are dropping #HRtip #f2fhrmk
Sharing what you have observed in #poorperformance discussions will help keep the language neutral and uncombative #performanceconversations #HRtip
If you have an employee who is not performing as you would like them to, at some point you'll need to initiate a conversation about the problems #f2fhrmk #HRtip #performanceconversations #poorperformance
Recognise the need for privacy and never give negative #feedback in public no matter how well it is delivered #performanceconversations #motivationalfeedback #HRtip #f2fhrmk
In your #feedback discussions, you need to be clear on what improvement is required, what good looks like and how it will be measured #performanceconversations #motivationalfeedback #HRtip #f2fhrmk
Once you have decided upon your why and the timing, it makes sense to plan the #feedback you wish to deliver #performanceconversations #motivationalfeedback #HRtip #f2fhrmk
Having regular discussions around performance can really help maintain consistent motivation levels as opposed to having a surge once a year, then allowing levels to dwindle #performanceconversations #poorperformance #HRtip
In some circumstances it makes sense to allow the dust to settle somewhat and deliver #feedback when those involved have had some time to reflect on their actions/behaviour #performanceconversations #HRtip #f2fhrmk
#Feedback is most effective when it is delivered as close to an 'event' as possible, so it has maximum impact #performanceconversations #motivationalfeedback #HRtip #f2fhrmk
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